Crew members at The Country Club at Muirfield Village in Dublin, Ohio, follow a system created by assistant superintendent Joseph Sims that helps them set goals, communicate clearly and value each other's work. Photos courtesy of Joseph Sims
Culture defines a golf course operation as much as conditioning does. Weather shifts, equipment breaks and staff members come and go, but culture determines how a team responds. Even in the best operations, turnover among seasonal employees, interns and assistants is inevitable. The challenge is maintaining consistency and pride through those transitions.
As an assistant superintendent, I’ve learned that sustainable success doesn’t come from control but from clarity. Over time, I began developing a framework to help our team take ownership of our work and values, something that could last from season to season. That framework became what I call the Pillars of Pride.
Building the foundation
The idea grew from a simple observation: when people understand why their work matters, they do it better. The Pillars of Pride are 10 guiding principles that shape behavior, communication and teamwork on our crew. They are simple, repeatable and bilingual-friendly, allowing our entire team to understand and apply them consistently.
Each pillar reflects a controllable behavior that reinforces professionalism and intrinsic motivation. Among them are preparedness, awareness, teamwork, pride and diligence — values that translate directly into performance and culture.
From rules to identity
Rules tell people what not to do. Pillars remind them who they are. That’s the difference between compliance and culture. When the crew begins to internalize these principles, motivation becomes intrinsic. They take pride in the details like edging a bunker to the standard, blowing off a green after mowing or helping a coworker finish a job before break.
We’re integrating the Pillars of Pride into morning meetings, pre-season training and daily conversations. Each week focuses on one pillar, which we discuss through examples, expectations and recognition of those who demonstrate it. By the time we reach our Crew Pride Week ahead of big invitationals, tournaments or other events, every team member will know and live by these standards.
Joseph Sims, assistant superintendent at The Country Club at Muirfield Village.
The human element
I’ve learned leading a crew isn’t about pushing harder; it’s about helping people find meaning in what they do. Many workers come from different backgrounds and experiences, but everyone responds to feeling valued and respected. I make it a priority to coach through questions and conversations rather than commands. If someone doesn’t understand why something matters, that’s an opportunity to teach, not scold.
This approach mirrors what I’ve studied in education and leadership: people learn best when they feel ownership of the outcome. My role is to facilitate success: to provide the tools, direction and conditions for others to perform at their best. When crew members feel trusted, they begin coaching each other, and that’s when culture really takes hold.
A framework that connects
An added strength of the Pillars of Pride is their flexibility. Because they’re built around universal values, they translate naturally across language and background. Words like awareness (conciencia), preparedness (preparación), teamwork (trabajo en equipo), pride (orgullo), and accountability (responsabilidad) carry meaning beyond English or Spanish. They become symbols of belonging.
For our bilingual team, this framework helps tighten communication and reduce misunderstandings. It gives us a shared vocabulary for expectations, effort and respect. When I use the word “conciencia” with a Spanish-speaking crew member, it instantly communicates awareness of surroundings, respect for golfers and attention to detail — all in a single word. Over time, this shared language builds unity and understanding without the need for long explanations.
Implementation and outlook
We plan to fully integrate the Pillars of Pride into our pre-season training and weekly meetings beginning in 2026, culminating in a Crew Pride Week ahead of Muirfield Village’s Men’s Member–Guest Invitational, our biggest event of the season. Each pillar will receive dedicated focus during rollout, through short discussions, team examples and real-world applications.
As the season progresses, we’ll track engagement and performance trends to see how the pillars influence consistency, morale and accountability. By the end of the season, we’ll revisit and refine the framework based on crew feedback and results.
The Pillars of Pride are particularly important for the team at The Country Club at Muirfield Village in the leadup to the course's annual Men's Member-Guest Invitational, the biggest event of the season.
Beyond the course
Culture-building in golf course maintenance isn’t just about improving performance, it’s about developing people. The same habits that make a great crew member make a great employee anywhere. My philosophy as a manager is simple: after working for me, I want my staff to leave more capable, confident and prepared for whatever comes next.
Golf courses change. Seasons end. But the lessons learned through pride, awareness and teamwork endure. At the Country Club at Muirfield Village, we’re not just maintaining turf, we’re cultivating people.
The Pillars of Pride
- Presence (Presencia) – Being engaged, dependable, and fully focused on the work at hand
- Discipline (Disciplina) – Working with focus, consistency, and attention to detail
- Awareness (Conciencia) – Understanding what’s happening around you and how your work fits into the bigger picture
- Preparation (Preparación) – Thinking ahead, anticipating needs, and setting yourself up to succeed
- Communication (Comunicación) – Sharing information, asking questions, and seeking clarity to support the team
- Teamwork (Trabajo en equipo) – Supporting one another and working as a connected unit
- Respect (Respeto) – Valuing our teammates, our workplace, and the effort behind every role
- Stewardship (Responsabilidad compartida) – Caring for our people, our environment, and the standard we are entrusted to uphold
- Accountability (Rendición de cuentas) – Owning decisions, being honest, and holding ourselves to the standard
- Pride (Orgullo) – The shared satisfaction and confidence that come from doing meaningful work together
Joseph Sims is the assistant superintendent at The Country Club at Muirfield Village in Dublin, Ohio, and seven-year GCSAA member.